Write instructions that reduce irrelevant variation
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Tell candidates the purpose, time expectation, format, evaluation criteria and permitted tools. If AI assistance is allowed, define what must be disclosed and what the candidate must explain. If it is restricted, explain the job-related reason and how the assessment remains accessible. Provide a route for questions and adjustments. Do not surprise candidates with hidden requirements that affect scoring. Consistent preparation information helps the task measure capability rather than guessing the assessor’s preferences. Pilot instructions with someone unfamiliar with the task before using them.
Worked example
Candidates may use a spreadsheet and reference notes, but must explain their assumptions and identify any AI-assisted steps. The rubric scores analytical reasoning and verification, not the visual polish of the slide deck.
Put it into practice
Write a candidate brief including tools, time, support and evaluation criteria.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
A candidate should know what to submit and how it will be judged without a private coaching conversation. Include a clear question route and a practical process for requesting adjustments.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.